Motivation. Sources Learning unit 2 in handbooks Pages 335 ~347 in Textbook My notes & our wiki.
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Transcript of Motivation. Sources Learning unit 2 in handbooks Pages 335 ~347 in Textbook My notes & our wiki.
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Motivation
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Sources
Learning unit 2 in handbooks
Pages 335 ~347 in Textbook
My notes & our wiki
![Page 3: Motivation. Sources Learning unit 2 in handbooks Pages 335 ~347 in Textbook My notes & our wiki.](https://reader034.fdocuments.us/reader034/viewer/2022051517/56649eec5503460f94bfe0b3/html5/thumbnails/3.jpg)
MOTIVATION
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Learning unit 2 outcomes You should be able to:
1. Explain the concept of motivation
2. Understand and apply content theories Maslow, Herzberg, McClelland, Hackman& Oldham
3. Understand & apply process theories Vroom, Porter and lawler
4. Understand Lockes goal setting model
5. Discuss money as a “motivator”
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Motivation
Employees who voluntarily & enthusiastically do more than that is required are motivated
People are not motivated by the same “STUFF”
The leaders challenge is to find what makes people tick!
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Motivation Watch the movie,
What stood out for you?
What could you apply in your workplace?
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*Motivation Motivation is described as Intentional and directional;
INTENTIONAL
Refers to personal choice & persistence of action
DIRECTIONAL
Presence of a driving force, aimed at achieving a goal
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Motivation definition
“is the willingness to exert high levels of effort
toward achieving organizational goals,
conditioned by the efforts and the
probability of satisfying personal needs”
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Motivation exerciseIn your four groups
Interview your = oldest, ( ) youngest
Consider his/her personality style, status in life etc
What would you change in the persons current job situation to energize (motivate) them?
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Exercise Which theories did you instinctively apply in
the first exercise?
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Motivation theories
1. Maslow’s needs hierarchy
2. Herzberg two factor theory
3. McClelland’s achievement theory
4. Hackman & Oldham job characteristics theory
5. Vroom’s expectancy theory
6. Porter & Lawler expectancy theory
7. Lockes goal setting model
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Maslow *Herzberg
Physiological
Safety
Social
Ego
SA
Hygiene factors•Working conditions•Relationships•Tools•Supervision
Motivating factors•Recognition•Achievement•Responsibility•Learning & development
*
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Mclellands Achievement theory
Identifies that people could have a need for:
Need for affiliation (People driven)
Need for power (exerting influence over people)
Need for achievement (Winning)
Theory is based on belief that needs could be learnt.
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*Hackman & Oldham – Job characteristics model
Core jobdimensions
Psychological factors
Outcomes
•Skill variety•Task identity•Significance
Meaningfulness of work
•Feedback
•Autonomy Responsibility of results
Knowledge of work effort
Intrinsic work motivation
Quality performance
Job satisfaction
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Exercise If I were to promise you a fully paid trip to
Ushaka Marine World.
If you received 80% in the exam
How much effort will you put into your studies?
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Exercise ~ How much effort? A fully paid trip for 4 ~ family or mates:
Any sporting event in the world
Trip to London to see the musician of your choice
Trip to an Island holiday of your choice
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Expectancy theories Individual will deliver more effort in the
attainment of an organizational goal if:
Their effort - result in goal achievement (Expectancy)Goal achievement – result in personal goal
(Instrumentality)
The more attractive the personal goal (Valence)
the greater the effort *
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Vroom’s key concepts VALENCE: How attractive the final outcome is to
the individual
EXPECTANCY: Is the belief that a certain amount of effort will result in the desired performance
INSTUMENTALITY: The perception that the performance will lead to the final outcome or reward
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Vroom’s expectancy model
EFFORT PERFORMANCE1st level
OUTCOME2nd level
SATISFACTION
=
Expectancy ofEffort = org goal
Value of the Personal goal *
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Porter & Lawler’s expectancy model
EFFORTACTUALRESULTS
SATISFACTION
REWARDS
Value of reward
Effort – rewardprobability
Role perception
Abilities
Equitable rewards
Intrinsic & Extrinsicrewards
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*Managers can enhance effort – performance expectations, by
Helping gain their performance goals, Determine what rewards they value Link rewards to performance Train and guide employees Make person responsible Provide equitable rewards Create a positive climate
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Edwin Locke’s goal setting model
Objectives and goals provide us with direction and purpose
People are aware that they are adding value and their efforts are recognized
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*Goal setting motivates
Goal setting impacts behaviour1. Directs attention to what is important
2. Prompts us into action
3. Increases our persistence
4. Directs strategies & action
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Is money a motivator?
People on left argue that it is ~ People on right argue that it is not
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Next week Job Analysis